UTILIZATION OF IT IN HUMAN RESOURCES …

1 UTILIZATION OF IT IN HUMAN RESOURCES management Aneta Karasek Maria Curie-Sklodowska University, Poland Abstract: Nowadays increasing role of information technologies and strategic role of HUMAN RESOURCES management have influence on enterprises. Moreover rapid development of information technologies affects the process of HUMAN RESOURCES management in enterprises. The aim of the paper is the analysis of UTILIZATION of IT in HUMAN RESOURCES management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management , motivation, talent management , employee self-service systems.

2 There will be also presented results of studies on the UTILIZATION of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing UTILIZATION and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions.

3 Keywords: HUMAN RESOURCES management , information technology, e-HR, HRM practices 15671. BACKGROUND 21. century has seen a rapid growth of information technologies in nearly all aspects of HUMAN activity and growth of the Internet users which was less than 1% of world population in 1995 and more than 40% in the middle of 2014 (Internet World Stats 2015). IT solutions can be widely applied in company management as in the crisis environment enterprises search for different kinds of competitive advantage and for possibilities of boosting their effectiveness. Information technologies and Internet has given enterprises more possibilities for cooperation, communication and for being responsive to the changing needs of the workforce, and they also have had its impact on decision-making processes taking place in enterprises.

4 Implementation of technologies has ceased to provide support and, to an increasingly growing extent, it has become a company strategy (Rakowska & Pastuszak 2014, p. 331). Application of information technologies provides for possible increase in enterprise efficiency through more effective use of available RESOURCES , and in particular HUMAN RESOURCES in the company. Increased use of information technologies in HUMAN resource management is also influenced by market competition, very common use of technology in all life areas owing to the so called external network effects (popularization effect).

5 A study by R. Kmieciak, A. Michna and A. M czy ska (2012) confirm existence of positive correlation between the use of IT tools in internal communication and conditions for innovation and innovation activity. What is more, people have increasingly used IT solutions, including mobile solutions, which give possibility for more flexible HUMAN resource management , as it helped organizations to modify work arrangements so that work can be performed from many locations ( office, home) at virtually any time of day or night ( telecommuting). The aim of this paper is to analyze the use of information technologies in HUMAN RESOURCES management in high tech enterprises.

6 These practices will be presented in the following areas: recruitment and selection, development and training, performance management , motivation, talent management , employee self-service systems. IT solutions applied in HRM will be analyzed for high-tech enterprises dealing with advanced technical solutions, therefore special care should be extended over their employees. High-tech enterprises have to keep extending care over acquisition and development of employee competencies as their employees must quickly and effectively search for new solutions and improve their productivity.

7 The research problem is highly important in view of the growing significance of information technologies in HUMAN resource management . What is more, dynamic growth of information technologies impacts processes taking place in an enterprise, and HUMAN resource management plays a strategic role in company managing. 2. INFLUENCE OF INFORMATION TECHNOLOGIES ON HUMAN RESOURCES PROCESSES In the last decade, information technologies has transferred management of HUMAN RESOURCES process mainly in terms of collecting, storing, gaining and UTILIZATION of information.

8 Attention should be paid to the direction of the latest development of IT solutions used in HRM, which is presented in figure 1. Figure 1: History of HR solutions in enterprises. Source: author s own study based on: Sierra-Cedar, 2014-2015, p. 54. 1568 According to S. Strohmeier (2007, ) e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performance of HR activities. Attention should be paid to the fact that technology is necessary to connect various actors working in the same room, as well as those working on different continents, and to enable them to interact, as this gives them the possibility to connect and integrate.

9 What is more, IT solutions may subsidize performance of some HR activities due to systematic way of applying information. e-HR is a multi-level phenomenon where significant role is played by both individual actors, professional groups, organizational units as well as the entire organization, and the general purpose is cooperation for purposes of performing HR activities. There is a growing body of research into the take-up of e-HR applications , there is a dearth of investigation into the impact of e-HR on the people involved; in particular, the (re)structuring of social relations between HR functions and line managers in the move away from face-to-face HR support services, to more technology-mediated self-service relationships ( , , 2014, ).

10 Since 1997, CedarCrestone (now, Sierra-Cedar) has conducted studies on IT application in HRM, which point to either the most hard-dollar cost savings or strategic benefits. Furthermore, these studies indicate that it is not only technology that contributes value, but also the related practices, such as, : the business process, data standardization, degree of customization, adoption of integrated HRMS, talent management , moving to shared services, process maturity, and level of best practice adoption. Study findings showed that those with highest levels in all of the above, had higher financial results.